Many books have been written about managing millennials, how they learn and lots of other aspects of their behavior.  I actually wrote one myself.

However, we now await anxiously for the next generation, already named Generation Z.  A group born between the mid 1990’s to early 2010.  They will make up a substantial chunk of the population, a larger group than the millennials or baby boomers.  Pushpa Gowda the Global Technology Engagement Director for JLL had this to say:

 “We are still learning a lot about this new generation, but we do know that they will be a big part of shaping the future of work.  One thing we know for sure is these future co-workers for Millennials and GenZers have a mind of their own as a generation and will carve out their niche as their numbers gain strength in the workplace.”

We will soon be designing training for this group as they emerge and join the workforce.  Here are some observations about this generation and how they are likely to influence the workplace.

 

They Like to Work Individually Instead of in a Group

As they pass through their later years at high school/college it has appeared that they are happier working alone.  They can work in a group but prefer to get credit or rewards for his or her work.  For this reason, companies will need to continue to provide different work configurations, for both private offices and collaborative space.

 

They Have a Lot of Choices

The job market is in the best shape it has probably ever been with employers trying to juggle recruitment to employ the best talent.  GenZ’s have grown up with access to the new economy and that has created a desire for flexible and independent work.  They will want to work hours that give them flexibility congruent with their lifestyles.

 

They Equate High Salaries with Success

Anticipate salary demands to be a bit higher than their counterparts in other generations.  The high salaries now being awarded to senior executive will tend to lift their expectations even though they might only be doing junior jobs.


They Like to See the Big Picture at Work

A recruiting Director in America says, “We create an impact description – not a traditional job description – for each role that details what they can expect to have done in their role within one, three, six and twelve months.  This way they can see their work directly contributing to the success of the business and they have a picture for what success looks like and how to measure it.”

 

They Don’t Have Effective Social Skills

Generation X have grown up using texting as a main form of communication, which does not fit so well into the work environment, meaning they will have to make adjustments in how they communicate, according to Jayne Mattson, Senior Vice President of Keystone Associates.  “They will have to use more face-to-face approaches”, she said.

 

We will also need to adjust our on-boarding techniques to be on-line and available to their mobiles making it possible for on-boarding to take place on-line as soon as the job offer is accepted.  As designers of training we will have to adjust our thinking to how we will keep GenZ engaged.